Question 1

The difference between black and white test takers on cognitive ability tests has been _____.

Accepted Answer

A)  demonstrated to be an artifact of question wording 
B)  decreasing over time 
C)  lower when tests are given in an open-ended format 
D)  both b and c 
A)  demonstrated to be an artifact of question wording 
B)  decreasing over time 
C)  lower when tests are given in an open-ended format 
D)  both b and c D

Question 2

The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.

Accepted Answer

A) True 
 B)False  False

Question 3

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

Accepted Answer

A) True 
 B)False  True

Question 4

There are some jobs for which drug and alcohol testing is mandated by law.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is not one of the five-factor model personality traits?

Accepted Answer

A)  Conscientiousness 
B)  Extroversion 
C)  General mental ability 
D)  Neuroticism 
A)  Conscientiousness 
B)  Extroversion 
C)  General mental ability 
D)  Neuroticism

Question 6

Evidence suggests that faking or enhancement almost never occurs on personality tests.

Accepted Answer

A) True 
 B)False

Question 7

Surveys are the most common means of assessing personality.

Accepted Answer

A) True 
 B)False

Question 8

Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.

Accepted Answer

A) True 
 B)False

Question 9

Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is a recommendation for the use of drug testing programs?

Accepted Answer

A)  Drug testing should be done with all jobs. 
B)  Do not inform applicants of the test results. 
C)  Provide rejected applicants with an opportunity to appeal. 
D)  All of the above 
A)  Drug testing should be done with all jobs. 
B)  Do not inform applicants of the test results. 
C)  Provide rejected applicants with an opportunity to appeal. 
D)  All of the above

Question 11

The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.

Accepted Answer

A) True 
 B)False

Question 12

Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.

Accepted Answer

A) True 
 B)False

Question 13

Drug tests are not common for many jobs because _____.

Accepted Answer

A)  drug tests do not "catch" many people 
B)  the law essentially bans drug tests for all jobs not involving operating a vehicle 
C)  drug tests are extremely expensive 
D)  the tests produce a massive number of false positive results 
A)  drug tests do not "catch" many people 
B)  the law essentially bans drug tests for all jobs not involving operating a vehicle 
C)  drug tests are extremely expensive 
D)  the tests produce a massive number of false positive results

Question 14

Applicant appearance may be a source of error or bias in an unstructured interview.

Accepted Answer

A) True 
 B)False

Question 15

The true validity of measures of general cognitive ability is roughly .50.

Accepted Answer

A) True 
 B)False

Question 16

Measures which assess an individual's capacity to function in a certain way are called ______.

Accepted Answer

A)  interest inventories 
B)  ability tests 
C)  personality tests 
D)  knowledge tests 
A)  interest inventories 
B)  ability tests 
C)  personality tests 
D)  knowledge tests

Question 17

Which of the following is true regarding the Big Five personality factors?

Accepted Answer

A)  They are reasonably valid in predicting job performance. 
B)  They represent emotional traits. 
C)  They represent cognitive abilities. 
D)  None of the above. 
A)  They are reasonably valid in predicting job performance. 
B)  They represent emotional traits. 
C)  They represent cognitive abilities. 
D)  None of the above.

Question 18

What are the most useful personality traits, in order, for selection contexts?

Accepted Answer

A)  Concientiousness, emotional stability, extraversion 
B)  Emotional stability, conscientiousness, openness to experience 
C)  Agreeableness, openness to experience, extraversion 
D)  Extraversion, conscientiousness, emotional stability 
A)  Concientiousness, emotional stability, extraversion 
B)  Emotional stability, conscientiousness, openness to experience 
C)  Agreeableness, openness to experience, extraversion 
D)  Extraversion, conscientiousness, emotional stability

Question 19

Which of the following is a characteristic of a typical unstructured interview?

Accepted Answer

A)  It is usually carefully planned. 
B)  The interviewer makes a quick and final evaluation of the candidate. 
C)  It consists of formal, objective questioning. 
D)  The interviewer is highly prepared. 
A)  It is usually carefully planned. 
B)  The interviewer makes a quick and final evaluation of the candidate. 
C)  It consists of formal, objective questioning. 
D)  The interviewer is highly prepared.

Question 20

Interest inventories play a key role in organizational selection decisions.

Accepted Answer

A) True 
 B)False

The difference between black and white test takers on cognitive ability tests has been _____.

The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

There are some jobs for which drug and alcohol testing is mandated by law.

Which of the following is not one of the five-factor model personality traits?

Evidence suggests that faking or enhancement almost never occurs on personality tests.

Surveys are the most common means of assessing personality.

Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.

Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.

Which of the following is a recommendation for the use of drug testing programs?

The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.

Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.

Drug tests are not common for many jobs because _____.

Applicant appearance may be a source of error or bias in an unstructured interview.

The true validity of measures of general cognitive ability is roughly .50.

Measures which assess an individual's capacity to function in a certain way are called ______.

Which of the following is true regarding the Big Five personality factors?

What are the most useful personality traits, in order, for selection contexts?

Which of the following is a characteristic of a typical unstructured interview?

Interest inventories play a key role in organizational selection decisions.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 9: External Selection II

The difference between black and white test takers on cognitive ability tests has been _____.

The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

There are some jobs for which drug and alcohol testing is mandated by law.

Which of the following is not one of the five-factor model personality traits?

Evidence suggests that faking or enhancement almost never occurs on personality tests.

Surveys are the most common means of assessing personality.

Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.

Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.

Which of the following is a recommendation for the use of drug testing programs?

The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.

Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.

Drug tests are not common for many jobs because _____.

Applicant appearance may be a source of error or bias in an unstructured interview.

The true validity of measures of general cognitive ability is roughly .50.

Measures which assess an individual's capacity to function in a certain way are called ______.

Which of the following is true regarding the Big Five personality factors?

What are the most useful personality traits, in order, for selection contexts?

Which of the following is a characteristic of a typical unstructured interview?

Interest inventories play a key role in organizational selection decisions.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters